They’re announced sporadically, and individually, so you don’t always pay that much attention, unless you’re an employee, supplier, customer or investor, or have some other special reason to care. But on any given day of any given year dozens of prominent companies are in the throes of reorganizations of one sort or another. Most of these efforts will produce underwhelming results.

Leadership Development programs have been under attack during the last couple of years because the results have not been promising. Some companies justify the implementation of programs, such as a leadership development initiative, based on what someone else has done. What’s wrong with that?

With the popularity of leaders serving as coaches versus managers only, a new model of organizational change has risen in neuroleadership. It focuses on the one-on-one relationship between leaders and their followers.